Ensuring that interviews are accessible and inclusive for candidates with disabilities is not only a legal responsibility but also a competitive advantage in today’s workplace. An inclusive approach allows you to tap into diverse perspectives and talents, fostering innovation and growth.
Hiring individuals with disabilities brings a wealth of benefits. Research shows companies with diverse workforces are more innovative and have higher employee engagement. Inclusivity can also enhance your company’s reputation as an equitable employer, attracting top talent from varied backgrounds.
Proven Business Advantages
While not widely recognized, the business advantages of including people with disabilities in the workforce are well-documented. A significant study by Accenture revealed that companies actively hiring employees with disabilities experience 28% higher revenue, double the net income, and 30% greater profit margins compared to those that do not.
Additionally, research from the National Institutes of Health indicated that hiring individuals with disabilities leads to economic benefits such as increased profits from lower employee turnover, greater employee reliability, higher productivity, and enhanced customer loyalty and satisfaction.
Competent, Dependable, and Committed Talent
An increasing number of companies are discovering skilled, dependable, and loyal talent within the disability community. Since the pandemic, the employment-to-population ratio for working-aged individuals with disabilities has climbed to unprecedented levels, reaching 37.9% in August, according to the monthly National Trends in Disability Employment (nTIDE) report by the Kessler Foundation and the University of New Hampshire.
That’s encouraging, but there’s still room for improvement.
A lack of experience in recruiting and interviewing candidates with disabilities is a barrier to their inclusion in the workforce. Interviewing individuals with disabilities often necessitates a different approach compared to non-disabled candidates. It’s essential to set aside preconceived notions and concentrate on their skills and abilities, rather than perceived limitations.
Interviewing Tips for Candidates with Disabilities
When interviewing candidates with disabilities, keep these key points in mind:
- Not all disabilities are visible, so don’t make assumptions.
- Focus on the candidate’s abilities, experience, and qualifications.
- Treat candidates with disabilities just as you would any other candidate.
- Emphasize how they can fulfill the job’s requirements.
- Avoid negative language or assuming disabilities create burdens.
- Always ask before offering assistance.
This approach promotes fairness and respect during interviews.
Guidelines for Interviewing Candidates with Speech Disabilities
Individuals who stutter or have other speech disabilities may need a bit more time to articulate their responses. You can facilitate the process by asking if they would prefer to use writing materials, such as a whiteboard, for their answers. Additional tips include:
- Formulate questions that can be answered with brief responses.
- Focus your full attention on the candidate.
- Avoid finishing their sentences or suggesting answers.
- Don’t feign understanding if you’re having trouble comprehending.
- Use a normal tone of voice.
Guidelines for Interviewing Hard-of-Hearing or Deaf Candidates
When interviewing Deaf or hard-of-hearing candidates, use an American Sign Language (ASL) interpreter if available. If not, ensure you have writing materials like a whiteboard ready. Start by asking the candidate their preferred method of communication—whether they read lips, need an interpreter, or prefer written questions and answers. Additional tips include:
- If you’re using an interpreter, direct your conversation to the candidate, not the interpreter.
- If the candidate reads lips, make sure to maintain eye contact with them.
- Avoid raising your voice.
Guidelines for Interviewing Neurodivergent Candidates
Neurodiversity encompasses a wide range of developmental, mental health, and intellectual conditions, such as Down Syndrome, autism, or PTSD. Communication abilities can vary greatly within this group, and it’s important to recognize that soft skills like small talk, eye contact, and humour are not always indicators of job qualifications. Avoid dismissing highly skilled candidates based on incorrect assumptions about their social skills. Additional tips include:
- Provide a quiet interview environment for individuals who may be highly sensitive to noise.
- Remember that communication styles vary among individuals
- Eye contact may be challenging for neurodivergent people, so don’t expect it and avoid staring or forcing eye contact.
- Handshakes can be uncomfortable and may not be offered or appreciated.
- Don’t assume reading abilities or that the candidate has reviewed information about the position.
- Avoid finishing their sentences or suggesting answers.
- Use clear, literal language and avoid metaphors or analogies, as they may not be familiar or easily understood.
Guidelines for Interviewing Low-Vision or Blind Candidates
When interviewing individuals with vision disabilities, start by introducing yourself with your name and title, and describe your appearance (such as skin tone, hair color, eye color, glasses, and any notable accessories). Describe the interview environment, for instance, “There is a table in front of you and a seat to your right.” When offering a seat, guide their hand to the back or arm of the chair. To initiate a handshake, say something like, “May I shake your hand?” Keep in mind that blind and low-vision candidates cannot interpret body language or facial expressions. Lastly, offer help with filling out forms.
Low-Cost Accommodations
Employers often worry that hiring individuals with disabilities will be costly and cumbersome, but this is rarely true. According to research by the U.S. Department of Labor and the Job Accommodation Network, nearly half of workplace accommodations are free, and the average cost for those that do require an expense is only $300. This is a minor investment compared to the proven advantages of long-term employee retention, reliability, punctuality, productivity, and increased customer loyalty and satisfaction.